While the term “social” is called “dead” – the digital transformation of work is in full motion. As part of the bigger picture of developing the “next-generation enterprise model” the re-modeling of work certainly cannot be treated singular – as it needs to fit into a new system of an open culture and a business model based on a networked ecosystem. But in order to push a more differentiated discussion on how to manage the digital transformation task for succeeding with the transition towards a “digital enterprise” future we are going to organize a series of Google Hangout on Air discussions over the periode of the next month. Each session is up to discuss a very singular perspective on change and transformation management.

Session 1: Challenges of the change management on the individual level for establishing a digital collaboration behavior

The first session is focussing on the challenges and how-to-practices to change the individual behavior for successfully working in a networked working environment. The reason for selecting this topic are some recent published contributions of Oscar Berg and Harold Jarche on this that want to be explored and discussed im more detail.

But before getting into details about what has been published on this I want to clarify very briefly why it is important to come up with a clear understanding of this topic. First of all – the key efforts of the digital transformation of work is to establish a more effective work organization that is enhanced by the use of the networked ecosystem. The transformation towards this new kind of work organization is a organizational development initiative and change management process.

In this change management process the interventions on the individual level are one important element. In alignment with general academic understanding the individual behavioral change is always interrelate with the team level (because of the importance of the group shaping the behavior of its member aka “group dyanmics”).

Furthermore the individual change management can only be successful – if the “new” behavior can evolve in a general confirmative environment. Meaning that the organizational environment needs a minimalistc value system that is supportive to the “new” work habits. Therefore it is also a question of how to manage the value change.

On the individual change management level the ADKAR model ( of Josef Prosci) provides a good framework of structuring the different intervention approaches. The model emphasizes the importance of building up the knowledge on how to change my behavior, of gaining the skills and ability to work appropiate (training) and of reinforcing the right behavior. From the Group Dynamics theory the good practice then needs to be amplified with confirming group behavior.

That’s very briefly to the extent of the importance and the academic understanding regarding the individual change management in general.

Exploring the expert’s POVs and recommendation on the individual change management for the digital collaboration